Andy Dunne

With single vacancies attracting 100s of candidates that's a LOT of reading and shortlisting of CVs to get through... Averaging 5 minutes per CV could result in up to 8 hours’ constant reading and shortlisting (with no guarantee of finding the right candidate). Show me a Hiring Manager with 8 free hours in one week! It is not a good use of time, nor money. ▶ Take the easier route: Pimento Connection #hellopimento

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Navigating the complexities of the space industry is challenging enough without the added task of finding the perfect candidates for your team. I often get asked about the benefits of using a specialist recruiter so thought I would save the time of repeating myself and put some thoughts down. Time Saver: Instead of spending countless hours searching for that ideal candidate, let us handle the heavy lifting. We have the tools and expertise to find top-tier talent efficiently. Qualified Network: Our network is filled with industry experts who have already been vetted. This means we can connect you with professionals who are ready to contribute to your projects from day one. Opportunity Cost: By letting us manage your recruitment, you can focus on what you do best—innovating and delivering projects for your customers. The time and energy saved can be redirected towards achieving your goals. If you would like to find out how we can assist in securing the best talent for your team then feel free to drop me a message. #SpaceIndustry #Recruitment #TalentAcquisition #Hiring #Innovation

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Ready to expand your TA team? Are you considering contract or perm, or maybe an embedded solution? Connect with TA4TA and we can help you curate the right opportunity for the market - and we don’t charge a fee. We have seen lots of false starts recently, so why not arrange a 15 minute call or drop us a note to bounce some ideas around. Even to confirm you are on the right path, or have the right salary range. TA4TA was created because TA professionals often receive the worst candidate experience - which is ironic as they dedicate their careers to helping candidates and organisations promote their brand. It’s time to give a little back, and support TA Pro’s with an experience they deserve. If you want to meet in person, come and see us at 🎪 RecFest 🎪 , or book in a quick call using the link in the comments. #TA4TA #RecFestUK #TalentAcquisition #Careers #CandidateExperience

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𝐌𝐢𝐝𝐥𝐚𝐧𝐜𝐞 / 𝐏𝐚𝐲𝐫𝐨𝐥𝐥𝐞𝐝 𝐯𝐬 𝐅𝐫𝐞𝐞𝐥𝐚𝐧𝐜𝐞 🤺 With rules being put in place more contracts are being offered to employed / midlance professionals rather than freelancers. Due to DBA law we are seeing strict requirements for non ZZP workers specifically in Government / Semi-Government opportunities. As a freelancer would you consider this type of employment? #DevOps #Cloud #Recruitment

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Are talent shortages impacting your business growth? Join our live webinar on Wednesday, May 22nd at 15:00 GMT and discover how to combat talent shortages with a skills-first hiring approach! Hear from industry leaders such as Cyre Mercedes Denny - Global Program Director at Schneider Electric, Milda Saenz, LL.M, MBA - Chief of Staff at EnergyX, and Louise Gregory - Head of TA at Anglo American. They'll be sharing their winning strategies on: +Top in-demand skills across industries +Future-proofing your workforce through skills-first hiring +Attracting & retaining key talent in a digital world +Implementing successful skills-first practices (and the challenges they faced!) Register below and gain the edge in the competitive talent landscape. #SkillsFirst #TalentShortage #BatteryIndustry

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For me, there are only really two types of recruiter ... 'Sideline' recruiters and 'Embedded' recruiters. Sideline recruiters - generally on the outside, looking in. Will refer to themselves as ‘specialist’ but are too transactional in their approach to build a network of any substance. Will often make short-term decisions due to fear of missing targets and will ultimately burn bridges. Embedded recruiters - you guessed it - are embedded within their industries. Part of the ecosystem. Their knowledge of their market goes way being able to recite the ‘science’, 'the tech' or 'the leading companies'. It’s knowing whose hiring and why/when/how they hire. Having your finger on the pulse with long-term partnerships prioritized above all else. Both types of recruiter are able to make placements and score fees. I know this first-hand as I regretfully started my own recruitment career way more 'sideline' than 'embedded'. It's these experiences that have helped shape the way we approach recruitment at Metric. So much so that we made 'Partnerships' a company value and doubled down on training everyone in the business to be fully embedded within their industry. Laser focused on building a meaningful network and long-term relationships. Tenure within your industry certainly helps. However, where we really stand out, is our track record of developing $600K - $1M+ billers in their very first full year in recruitment. Something that is completely unheard of in our industry. Why am I telling you this? We are actively hiring across our Metric Bio and Metric Geo brands. Sophie Whiteley is leading our experienced hiring - so if you want to join the standout recruitment business globally - make sure you're connected with her! #execsearch

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“Can you disrupt embedded recruitment?” This was a question I was asked last night by a well known Global TA leader… I think my instant answer was no…. But we’re 15 hours on from that… so the answer is closer to probably. The reason organisations like agencies is the pay on success model. The reason organisations dislike embedded (despite being cheaper) is the risk that no hires are made (this has never happened) so the solution is to share that risk isn’t it? But you tell me - what makes you say no to embedded and yes to agency? #inhouseisbest #embeddedislowercost

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Last week, PGC Group released its highly anticipated and ultimate guide; "How to Start a Recruitment Agency in the USA." Whether you're tapping into the US remotely from your existing office, or scaling up operations by landing and expanding, it's critical that you set your operations and business up correctly so you're not unpicking any mistakes further down the line. Our latest guide shares insights from subject matter experts to help you get it right first time. Expert insights include: ⭐ Tapping into the US Market Remotely ⭐ Typical Roadmap on How to Start a Recruitment Agency in USA ⭐ US Terms of Business ⭐ US Taxation when Placing Candidates ⭐ Insurance for Starting a Recruitment Agency in the US ⭐ Foreign Exchange for Doing US Business ⭐ US Immigration Advice ⭐ Hiring Recruiters for Your US Agency ⭐ Choosing Your Target Markets Huge thank you to our trusted experts; Carla Roberts, Christy Woskobojnik, Arvinder Ubhi, Jack Lane-Matthews, Dominic Johns and Elliott Manning for their valued contributions. Take a look and download the report here....👇 https://lnkd.in/evW6Ccb7 If you're keen to discuss in more detail and want to speak to one of our US Expansion Consultants, book in a free strategy session below 📞 https://lnkd.in/eFVkshN7

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Why Hire Veterans and Spouses? 🔹 Spouses: Military spouses are often highly educated and resilient. They can contribute significantly to your organisation and not just for support roles - in our Spouse group we have Barristers, Doctors, Heads of Finance, Programme and Project Managers, HR Leads, Bid writers and more just to give you the headlines! 🔹 Valuable Experience: Veterans bring a wealth of experience gained during their time in service. They've undergone rigorous training, developed leadership skills, and adapted to challenging environments. When you hire a veteran, you gain immediate access to this valuable expertise. 🔹 Strong Work Ethic: Military personnel are known for their discipline, commitment, and work ethic. They understand the importance of teamwork and mission accomplishment. 🔹 Adaptability: Veterans have faced diverse situations, making them adaptable and quick learners. They can thrive in dynamic work environments. 🔹 Leadership Skills: Many veterans have held leadership positions, making them excellent candidates for managerial roles. 🔹 Diverse Backgrounds: Veterans come from various backgrounds, including technical, administrative, logistics, and healthcare. This diversity enriches your workforce. Practical Steps for Hiring Veterans and Spouses 🛠️ 🔸 Understand Their Skills: Recognise the transferable skills. These may include project management, problem-solving, communication, and technical expertise. 🔸 Create a Veteran-Friendly Environment: Flexible Policies: Consider flexible work arrangements to accommodate military commitments. Mentoring Programmes: Pair veterans with experienced employees to ease their transition. Recognition: Acknowledge their service and contributions. 🔸 Tailor Job Descriptions: Use inclusive language in job postings to attract veterans and spouses. Highlight how their skills align with the role. 🔸 Translate Military Experience: Understand military jargon and translate it into civilian terms. For example, a logistics officer might excel in supply chain management. 🔸 Offer Training and Upskilling: Invest in training programmes to bridge any gaps between military and civilian roles. 🔸 Networking: Attend veteran-focused job fairs and events. Engage with veterans and learn about their experiences. 🔸 Support Families: Recognise the sacrifices military families make. Offering support to spouses can enhance retention. Case Studies and Best Practices 📚 Amazon: Amazon actively recruits veterans and spouses. They have pledged to hire 25,000 veterans and military spouses by 2025. Deloitte: Deloitte runs a Military Transition and Talent Programme, providing coaching, mentorship, and networking opportunities. J.P. Morgan: JPMorgan Chase offers a Military Pathways programme, which includes internships, training, and full-time positions for veterans and spouses. If these companies can see the value, why are others so slow off the mark? #militaryrecruitment #jobsforspousesuk

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Selection criteria responses are time consuming and an absolute chore. Trust me, I get it. But, is this costing you your next government IT contract? This is a critical part of the evaluation process for government roles (and for recruiters too) It serves as your: 💡Ability to back your experience 💡First impression to hiring managers 💡Commitment to the recruitment process In this competitive job market, it's more important now than ever, to put in some additional effort when writing these. Here's my advice: DON'T: ❌ Simply list your skills without context or supporting evidence ❌ Submit generic responses that could apply to any job ❌ Write a cover letter when you're instructed to respond to each criteria response and vice versa DO: ✔️ Use AI as a brainstorming tool, but personalise your responses ✔️ Remove any AI-generated jargon and American spelling ✔️ Use the STAR method (Situation, Task, Action, Result) to support your claims Want personalised advice on your selection criteria responses? DM me your most recent (anonymised) application, and I'll provide feedback to the first 5 responders! #Government #ITContracts #Recruitment #Technology

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POV: You're two recruiters speaking to some of the biggest names in the tech industry... Two gents from South Wales turned up to a networking event with a desire to learn, understand and connect. It's apparent the CIO/CISO share problems similar to other senior tech leaders we've met recently. ⮕ How do we best supplement AI to help people, not replace? ⮕ How do we ensure our data is clean AND secure? ⮕ How do we attract top talent in a tough market? Senior executives displayed their leadership, communication and direction skills - some no stranger to leading 100s or 1000s of people. Sometimes, executive leaders are often seen as the fixer of… well, everything. And, innovation can often - rightly or wrongly - fall solely into the hands of the technical leaders on a board. Working at executive level is evidently rewarding, but comes with it's challenges in a rapidly evolving technological world.

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Elixir & Erlang Hiring Managers!! I’m looking to speak with clients with live roles that require on-site presence, how is your hiring coming along?? Drop me a message if you have some free time #elixir #erlang

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Recruitment Consultancy ≠ Recruitment Administration (You're probably paying for consultancy, but getting administration) A lot of agencies operate as outsourced Recruitment Administrators, which is fine if that's the service you're paying for. Here's the difference: ❌ Administrators are reactive ✅ Consultants are proactive ❌ Administrators just advertise and then rely on direct applications ✅ Consultants find the absolute best candidates and reach out to them ❌ Administrators won't give you any real market insight ✅ Consultants have a deep understanding of your market & trends ❌ Administrators won't try to understand your business ✅ Consultants work to understand your business deeply ❌ Administrators take job orders and do what they're told ✅ Consultants will guide you on salary, timelines, interview process, etc. ❌ Administrators will ghost you at the first hurdle ✅ Consultants will work with you until the job is finished ❌ Administrators will tell you what you want to hear ✅ Consultants will tell you the truth, even when it's not pleasant ❌ Administrators are transactional ✅ Consultants are bought into your success and have a long-term view ❌ Administrators won't communicate with you ✅ Consultants will let you know what they need from you clearly ❌ Administrators don't know anything about your EVP ✅ Consultants will help shape your EVP, even if there isn't an immediate fee ❌ Administrators add very little value ✅ Consultants help your business scale & give you a big competitive edge To be clear, if you're paying anything above 17% + and your agency sounds like an administrator, you're getting severely ripped off. There are better options, and plenty of exceptional recruiters out there, even if you might have to kiss a few frogs! Equally, if you're expecting a consultant's service but won't pay what it's worth, don't be surprised if you keep being let down by your suppliers. You get what you pay for.

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I have a question for the internal Talent Acquisition Specialists… I’m passionate about everything recruitment, I want to hear what you think... I'm reaching out to all the talented Talent Acquisition professionals in my network to understand your perspective on collaborating with external recruitment agencies. 🤔 Why do you choose to work with external recruitment agencies? Here are a few questions to get the conversation started: ·        What value do external agencies bring to your hiring process? ·        Are there specific challenges or gaps they help you overcome? ·        How do you measure the success and effectiveness of these partnerships? ·        What qualities do you look for in an external recruitment agency? I’d love to hear your thoughts and share best practices to improve the recruitment experience. Share your comments below or feel free to reach out to me directly. #TalentAcquisition #Recruitment #HR  

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Did you know that, on average, recruitment agencies fail to engage 85% of their candidate base annually? Clients receive even less attention, with 90% not being contacted by their agency during the same period. Don't let your CRM gather dust—spring clean it with our data hygiene guide and pave the way for growth. Access it here: https://bit.ly/44uYMmh hashtag #RecruitmentStrategy hashtag #DataHygiene https://lnkd.in/e2ti2KP9

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🔐 To all CEOs, COOs, CIOs, and HR leaders — how are you ensuring your organisation remains resilient and prepared for the challenges ahead? Do you have the right leadership in place to protect your business, data, and employees from cyber threats? October is Cyber Security Awareness Month: How Resilient Is Your Organisation? As we kick off Cyber Security Awareness Month (CSAM), it’s a perfect time to reflect on the security of your business. Cyber threats are evolving, and companies that aren’t prepared are vulnerable to devastating breaches. We can support you by placing experienced permanent or interim CISOs who will strengthen your security posture and ensure your company is robust and ready for the next year. Now is the time to act, not react. #CyberSecurityAwarenessMonth #CISO #CyberResilience #Leadership ------------------------- If you’d like to discuss hiring Executives, Technology Leaders & Teams please do drop me a message or email at [email protected] #ExecutiveSearch #CSuite #TechnologyLeaders

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⚠ TRIGGER WARNING: A RECRUITER REFLECTING WITHOUT THE HELP OF AI ⚠ For a recruiter, I like to think that my knowledge of 'aerospace things' is above average. There aren't many that have an MEng and professional, in-sector experience at the worlds biggest seller of aircraft. And I'd wager that there are fewer that talk, read, and get passionate about the sector more. We recently went to Europe's biggest wing test facility just to learn (also to see friends and wings). ✈ But recruitment doesn't rely only on knowledge and mine isn't flawless - I've recently tried and failed, for 2mo, to find the perfect candidate for a SLT role at a very attractive client. Reaching what felt like an impasse, we went to visit this client on Monday, and through discussion with the MD, a facility tour, and a proper deep dive into the challenges the incoming will face, we had a bit of a reset and refreshed our focus. Now we have a 2nd stage booked in. 🔥 It's just a reminder, that even in such a technologically advanced field, 'aerospace people' > 'aerospace things' and the human interactions, conversations and F2F meetings are at the heart of it all. And for me to stop being such an insufferable know-it-all. #Aerospace #Recruitment #DanielOwen

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Half of UK Tech Workers Planning to Switch Roles in 2024! I read a report which highlighted that 50% of UK tech workers are considering leaving their current positions in the next 12 months – a rate higher than the global average of 45%. What’s driving this? Top reasons: Higher pay is the main motivator for those seeking new roles. Career progression and a desire for a better company culture are also pushing workers to explore new opportunities. But it’s not just about salary. Tech workers are increasingly selective, demanding: Hybrid working – 52% of global employees now enjoy this flexibility. Well-being support – 80% feel their organisation supports their mental and physical well-being. Diverse opportunities – Women are more likely to take non-traditional paths into tech, with many favouring freelancing due to the flexibility it offers. With organisations looking to embrace AI and automation, the report highlights a shortage of the skills needed to support these ambitions. The stakes are high: attracting and retaining tech talent could be the difference between business success and failure. Food for though when you are hiring ---------------------- 👋 I'm Mario... I connect great people with exciting businesses We believe people are a business's greatest asset I help businesses reduce time to hire and attrition How? 💻 Follow us to get regular updates 🔗 Connect with me #softwarearchitecture #solutionarchitect #enterprisearchitecture #dataarchitecture

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